Posts Categorized: Informal Learning

Take off those rose coloured glasses

Training is only 5% of organizational learning, but for a long time this small slice has been the primary focus of most Learning & Development (L&D) departments. The other 95% was just taken care of by the informal networks in the organization. On-job-training in some cases, or just observation and modelling in others. Then a… Read more »


One of the consultant’s dilemmas is that you have to stay ahead of the curve to remain relevant. Yesterday’s problem doesn’t need to be solved – there’s probably an app for that already. This is why “perpetual Beta” informs all of my work. I used to work as a training designer but there’s really not… Read more »

Using social media for onboarding

Last year, I looked at new hire practices and found some interesting methods: Ensuring new hires understand the shadow or informal part of the organization through the use of tools such as network maps (Jon Katzenbach, Senior Partner of Booz & Company, author of The Wisdom of Teams). Pairing with another worker or even tripling… Read more »

learning is not something to get

“When times were tough, training departments slashed budgets by replacing face-to-face instruction with online reading. They failed to follow through with the discussions, practice, social processing, and reinforcement that makes lessons stick. It didn’t work. Most eLearning is ineffective drudgery.” —Jay Cross In too many cases we view learning as something that is done to… Read more »

The only knowledge that can be managed is our own

“Every amateur epistemologist knows that knowledge cannot be managed. Education has always assumed that knowledge can be transferred and that we can carefully control the process through education. That is a grand illusion.” – Dave Jonassen The only knowledge that can be managed is our own. In my opinion, knowledge management should be about supporting personal… Read more »

Shifting to Net Work

Our first Net Work Literacy session ends this week. There were several reasons why Jane Hart and I decided to offer this two-week online programe. The idea first came to me as I realized how many of my clients and colleagues were not as connected as they could be, too often wasting their time on routine… Read more »


Part of Personal Knowledge Management is seeking sources of knowledge (Seek-Sense-Share). To be able to seek, first you have to be aware. Wolfgang Reinhardt has looked at knowledge workers, researchers in particular, and examined how they can be aware in their fields of expertise. Wolfgang graciously sent me a copy of his PhD thesis (Awareness:… Read more »

Employees are often laughing

Here’s a modified version of theses 11 to 13 of the Cluetrain Manifesto (1999), for all those corporate personnel support functions (HR, L&D, OD, KM): People in a networked society have figured out that they get far better information and support from one another than from the human resources department. So much for L&D rhetoric… Read more »

A workscape perspective

There are few best practices for the network era workplace, but definitely many next practices to be developed. A good place to start is with an integrative performance framework that puts formal training and education where they belong: focused on the appropriate 5%. Jay Cross calls the new performance environment a workscape: Workscape: A metaphorical construct… Read more »

"you simply can’t train people to be social!"

Over the past year I have been working on change initiatives to improve collaboration and knowledge-sharing with two large companies, one of them a multinational. In each case, implementation has boiled down to two components: individual skills & organizational support. Effective organizational collaboration comes about when workers regularly narrate their work within a structure that… Read more »